by David Schek | Jan 24, 2019 | Employer of Record, News, Staffing Company, Workers Comp, Workers' Compensation Insurance
As the premier work comp broker for staffing companies in the US, we are often asked about the differences between these 2 work comp options.
Here is a link to a short animated video that compares these 2 work comp solutions.
Click to view: https://youtu.be/ZgaJuFYRnGA
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Sep 7, 2017 | Professional Employer Organization (PEO), Staffing Company, Workers Comp, Workers' Compensation Insurance
1. Pamela P. in Ca.- uses a Work Comp Staffing Solutions Employer of Record and Payroll Funding Solution for her travelling nurse business.
“working with David was great. Very responsive and knows the staffing industry inside and out.”
2. Mike B. in Ga. uses a Work Comp Staffing Solutions Ga. State Fund Solution for his light industrial staffing business.
“We are a start up, but David worked closely with us to get a State fund and G/L policy.”
3. Fred A. in IL. uses a Work Comp Staffing Solutions Professional Employer Organization Solution
“Thanks David for your PEO solution. They have great service and luckily they serve IL, which is a tough state for staffing cos comp.”
4. Patrick L. in MD uses a Work Comp Staffing Solutions Employer of Record Solution for his Light industrial staffing firm.
“Work Comp Staffing Solutions found me a non-state fund comp program that did not require any upfront premium, and this really helped my cash flow. Now my light and heavy industrial business is on better financial footing.”
And here are a few more clients that signed up with a Work Comp Staffing Solutions work comp solution this summer:
5. Brandon M. in Ca.- uses a Work Comp Staffing Solutions solution that will allow his new Ca. IT staffing company to staff throughout the US.
6. Melanie H. in MO- uses a Work Comp Staffing Solutions Employer of Record Solution that specializes in healthcare.
7. Stephen’s W. in NJ. new staffing co uses a Work Comp Staffing Solutions Employer of Record Solution that focuses on community care centers.
8. Gerald S. uses a Work Comp Staffing Solutions Employer of Record Solution for his 10 state staffing business– he was using Everest for the last 5 years but switched for better rates and service.
9. AJ- Work Comp Staffing Solutions secured State fund policies so his new staffing co can staff cell tower maintenance personnel in multiple states.
Work Comp Staffing Solutions has many workers’ comp and general insurance solutions to keep your insurance rates as low as possible.Watch for many more updates about new Work Comp Staffing Solutions clients this fall.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Aug 31, 2017 | Staffing Company, Workers Comp, Workers' Compensation Insurance
Safety comes first with any employer and staffing firms should say it proud with a Safety Standard of Excellence mark of the American Staffing Association (ASA). A safe workplace not only attracts more workers, but keeps work injuries down.
To find out more, go to www.americanstaffing.net/safety and complete the readiness assessment. You can also find out which staffing firms, including your closest competitors, have already earned the Excellence mark.
If you staff a high comp risk industry, find out what you have to do to reduce your injury rates to qualify for the program. The other benefit: Fewer injuries mean lower workers’ comp costs. Work Comp Staffing Solutions has many workers’ comp and general insurance solutions to keep your insurance rates as low as possible.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Aug 17, 2017 | Staffing Company, Workers Comp
A staffing firm in New Bedford, New Jersey was forced to settle a class action suit after it was alleged it had an employee working at two different locations but didn’t pay overtime. The company admitted no wrong doing but ended up paying $42,000 to settle.
In this case, the employee ended up working more than 40 hours a week at both a car wash and a fish processor. Not only was there failure to pay overtime, but both these jobs are in different class codes. Whether the employer was deliberately negligent, or just careless, is unknown.
But if a staffing firm has employees working at multiple locations or in different class codes, keeping close tabs on those class codes and hours will help avoid the legal pitfalls of non-compliance. Class codes have an impact on your workers’ comp premiums, which are determined by both risk and payroll.
Work Comp Staffing Solutions has many workers’ comp and general insurance solutions to keep your insurance rates as low as possible.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Aug 10, 2017 | Staffing Company, Workers Comp, Workers' Compensation Insurance
Under the Obama administration it became common practice for the Occupational Safety and Health Administration to publish press releases every time there was a death or a serious injury at an employer worksite. The hope was that the local press would spread the word, and the bad publicity would spur other employers to pay more attention to safety standards.
There is not definitive proof this practice actually lowered accident rates, but it certainly rattled employers who didn’t want their names associated with deaths and injuries. Statistics do show that when press releases went out, there were fewer injuries and safety violations. Under the Trump administration there have been fewer press releases.
Despite that, it doesn’t mean inspections are dropping off, and staffing firms, like all employers, should be aware of the fact that once key positions have been filled at OSHA, the press releases could start again. And in states such as California where it’s made its mission to strengthen state standards since Trump took office, this tool may be put to use. If the fear of bad publicity is helping employers pay more attention to safety, this means fewer accidents and lower workers’ comp costs.
Work Comp Staffing Solutions has many workers’ comp and general insurance solutions to keep your insurance rates as low as possible.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
by David Schek | Aug 3, 2017 | Staffing Company, Workers Comp
As employers, staffing firms should not only want an injured worker back to work, but in a meaningful and accommodating position. Employers run the risk of appearing insensitive and apathetic if they don’t value they’re injured workers. The job duties should not exceed medical restrictions.
Documentation should list the specific job duties and tasks for every position. A light duty position doesn’t mean that the employee can perform the task. Ignoring these details will make employers appear as if they don’t care whether the employee returns or not.
Return-to-work offers should be documented either electronically or in writing. This not only leaves a record, but truly shows that the employer wants the employee back. A phone call doesn’t leave a record, and if the employee doesn’t show up for work, it appears the employer didn’t value the employee’s contribution enough to send a written offer.
The position should also be productive and meaningful. If a light duty position is either distasteful or provides no benefit to the company, the employee may feel pressure to return to his old job, even though medical restrictions don’t allow it. It also appears that the employer is just trying to avoid paying temporary disability benefits.
These factors not only keep otherwise capable employees from returning to work but may result in higher workers’ comp costs because of the temporary total disability benefits employers will end up paying. Work Comp Staffing Solutions has many workers’ comp and general insurance solutions to keep your insurance rates as low as possible.
Please visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com
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